How is learning different for workers at grassroot level?

The approach to learning and development (L&D) is as diverse as the roles and responsibilities within an organisation. The fundamental distinction in L&D methodologies between corporate employees and shop floor workers reflects the varying needs, skill sets and work environments that define these distinct roles.

Corporate employees vs shop-floor workers

Corporate settings often involve roles that require a significant amount of desk-based work, involving tasks such as strategic planning, management, analysis and decision-making. The environment is typically characterised by a more formal setting, often in offices or remote workspaces.

For corporate employees, L&D may heavily involve digital-learning platforms, webinars, seminars, workshops and training sessions that focus on soft skills, leadership development, project management and industry-specific knowledge. The emphasis may be on communication, strategic thinking, decision-making and innovative technologies tailored to office settings.

“The focus lies heavily on achieving zero errors, minimising manufacturing issues and ensuring maximum productivity. Worker evaluation centres around output quality and meeting the required standards”

Praveer Priyadarshi, senior HR leader

On the other hand, shop-floor workers, often found in manufacturing, assembly, or production settings, deal with hands-on tasks, machinery operation, physical labour and immediate problem-solving within their workspaces. Their environment is characterised by machinery, equipment and often a more fast-paced and physically-demanding setting.

Shop-floor workers require a more hands-on, practical approach to L&D. Training may involve on-the-job guidance, simulations, equipment-specific training, safety procedures and frequent skill reinforcement to ensure operational efficiency and safety. Practical skills, machine operation, safety protocols and troubleshooting techniques take precedence.

Praveer Priyadarshi, senior HR leader, comments that learning for these workers is more outcome oriented, emphasising efficiency and productivity over skill diversification.

“The focus lies heavily on achieving zero errors, minimising manufacturing issues and ensuring maximum productivity. Worker evaluation centres around output quality and meeting the required standards.”

He points out how a worker’s proficiency may be assessed based on whether they’ve produced 100 units according to specified standards, ensuring the required quality and efficiency in their work.

For shop-floor workers, the challenge lies in balancing training without disrupting the production flow. Often, training occurs during non-peak hours, necessitating careful planning to ensure that productivity is not compromised. The training is more hands-on and may involve shadowing experienced workers, practical demonstrations and real-time problem-solving scenarios.

Challenges and opportunities

Challenges faced by corporate employees in L&D may involve keeping up with rapid technological advancements, adapting to changing market trends and developing leadership skills. The opportunity lies in leveraging online resources, personalised learning paths and networking opportunities to keep abreast of industry changes.

Shop-floor workers encounter challenges related to workplace safety, equipment familiarity and evolving job roles due to automation and technological advancements. Opportunities here involve leveraging virtual reality (VR) training, upskilling in automation technologies and incorporating continuous improvement strategies to adapt to changing work environments.

“Learning dynamics for grassroots-level workers, who are deeply tied to the specific tasks they handle. Their learning experience tends to revolve around the precise duties they perform, without much scope for diversification”

Mangesh Bhide, senior vice president and HR head, Reliance Jio Infocomm

Mangesh Bhide, senior vice president and HR head, Reliance Jio Infocomm, shares learning dynamics for grassroots-level workers, who are deeply tied to the specific tasks they handle. Their learning experience tends to revolve around the precise duties they perform, without much scope for diversification.

Bhide points out, “For instance, consider a shop floor worker responsible for driving and maintaining a vehicle, where their knowledge is specialised around understanding the dashboard indicators, checking oil levels, managing air pressure and monitoring fuel. Their expertise is finely tuned to the demands of their role, and any transition to another task would necessitate retraining or readiness for a lateral shift. This need for role-specific skill sets is similar to service roles; for instance, the staff taking your order at a restaurant or delivering it, each equipped with distinct, job-specific competencies.”

Bridging the gap

While the L&D needs of corporate employees and shop-floor workers differ significantly, an effective organisational strategy recognises the value of both segments and strives for a balanced approach.

The essence of a comprehensive learning strategy involves tailoring training content to meet the distinct needs of diverse groups within the organisation. This means, employing a diverse array of training methods, including digital modules for corporate employees and hands-on, experiential learning for shop floor workers. It’s essential to cultivate a culture that deeply values ongoing learning and skill development across all levels.

Ensuring that the training is seamlessly accessible and aligns with the daily workflow of each role is pivotal. This holistic approach acknowledges the varied learning styles and environments within the organisation, fostering an inclusive and effective learning experience for all employees.

Bhide emphasises that any training or educational focus must cater to the specific skill set needed for the task, ensuring the workers are adept at their jobs. He opines, “This can involve tailored training sessions that address the intricacies of their work, ensuring they are continually updated on job-specific skills and ready for any potential role shifts or advancements within their sphere of work.”